People Operations and HR Technology Lead

Badger Meter - Where Every Drop Counts and So Do You What You Will Contribute: The People Operations and HR Technology Lead is a hands‑on operational leader responsible for designing, optimizing, and scaling the people infrastructure that enables an exceptional employee experience and supports business growth. This role leads the governance and continuous improvement of core HR operations, HR systems, data integrity, process excellence, compliance administration, and technology enablement across the employee lifecycle. The role serves as the key steward of HR technology strategy, ensuring systems and processes support both current business needs and future transformation. This role partners closely with HR, Payroll, IT, Finance, and business leaders to ensure people processes are efficient, scalable, compliant, data‑driven, and aligned with organizational priorities. Job Duties: People Operations Delivery & Process Excellence Own and execute core people operations across the employee lifecycle, including onboarding, job changes, offboarding, employee records management, and documentation. Establish and continuously improve service delivery models, standard operating procedures, controls, and governance practices. Drive simplification, standardization, and automation of HR processes to improve efficiency, accuracy, and employee experience. Develop and monitor service levels, operational metrics, and process performance indicators to ensure effective execution. Serve as a primary point of escalation for complex people operations issues and process exceptions. HR Technology Ownership Own and maintain the HR technology roadmap, prioritizing enhancements, fixes, and optimizations that improve data integrity, usability, compliance, and operational efficiency. Lead the administration, optimization, and enhancement of HRIS and related people technologies, such as talent, performance, learning, recruiting, case management, workflow, and reporting tools. Partner with IT and key stakeholders to evaluate, implement, integrate, and support HR technology solutions. Ensure strong system governance, data integrity, security, user access controls, and change management practices. Identify opportunities to leverage automation, self‑service, analytics, and digital tools to modernize HR service delivery. Data, Analytics, and Reporting Ensure accuracy, consistency, and integrity of people data across systems and processes. Lead HR reporting strategy and enable meaningful workforce insights for HR leaders, executives, and business stakeholders. Develop dashboards, metrics, and reporting capabilities to support decision‑making, compliance, workforce planning, and operational effectiveness. Partner with HR leadership to define critical people measures and improve the organization’s use of HR data. Compliance, Risk, and Process Governance Ensure People Operations processes and systems support compliance with applicable employment laws, record‑keeping requirements, audits, and internal controls. Maintain strong governance around data privacy, documentation, policy administration, and process controls. Partner with Legal, Payroll, Finance, and Internal Audit as needed on compliance‑related processes, audits, and risk mitigation. Stay current on best practices related to HR operations, emerging requirements, data privacy, and HR system administration. Team Leadership Lead, coach, and develop a team responsible for people operations, HR systems, and related administrative processes. Build organizational capability in process excellence, systems thinking, data fluency, and customer‑focused service delivery. Foster a culture of continuous improvement, accountability, collaboration, and operational discipline. Education And Experience Bachelor’s degree in Human Resources, Business, Information Systems, or related field required. 5+ years of progressive HR experience with hands‑on responsibility in People Operations, HRIS, or HR operations functions, including direct system administration and process ownership. Qualifications Demonstrated hands‑on experience owning HR processes and performing HR system administration or configuration. Experience managing and enhancing HR technology platforms, preferably including Workday, SAP SuccessFactors, Oracle HCM, or similar systems. Experience managing or leading a small team, influencing cross‑functional stakeholders while remaining actively involved in day‑to‑day execution. Strong understanding of HR operations, employee lifecycle processes, HR systems, and data governance. Practical, hands‑on HRIS expertise; preferably Workday, or experience with platforms such as SAP SuccessFactors, Oracle HCM, or similar systems. Ability to identify root causes, translate business and HR needs into scalable processes, system solutions, and operational improvements. Strong project management, change management, and process improvement capabilities. Strong executive presence, communication skills, and ability to partner effectively across all levels of the organization. High attention to detail with sound judgment and a strong focus on accuracy, compliance, and service quality. Ability to balance strategic thinking with hands‑on operational execution. Comfortable enforcing standards, controls, and governance while maintaining a service‑oriented approach. Experience with workflow automation, reporting tools, and system integrations. Knowledge of payroll interfaces, data privacy practices, and HR compliance requirements. Professional certification such as SHRM‑SCP, SPHR, PMP, or relevant HRIS certification preferred. Competencies Collaboration: Work collaboratively with others across the organization to achieve shared objectives. Communication: Convey information and ideas clearly and concisely to individuals or groups in an engaging manner that helps them understand and retain the message; listen actively to others. Initiating Action: Take prompt action to accomplish work goals; take action to achieve results beyond what is required; be proactive. Work Standards: Setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self‑imposing standards of excellence rather than having standards imposed. Working Conditions Work is performed in an office environment and requires the ability to operate standard office equipment. Requires prolonged periods of talking/listening. Work is performed in close proximity to others. Must be able to sit for prolonged periods of time. Competitive Total Rewards at Badger Meter Competitive Pay Annual Bonus Eligible for Annual Pay Increases Comprehensive Health, Vision, and Dental Coverage 15 days Paid Time Off + 11 Paid Holidays Two Ways to Save for Retirement: Badger Meter contributes 25 cents for every dollar you contribute to the plan, up to 7% of your eligible compensation. In addition to the match, the company will also contribute 5% of your eligible compensation to your Defined Contribution account on an annual basis. Additional access to a certified financial planner to help ensure your money is working for you, at no cost! Employer Paid benefits including: Employee Assistance Program (EAP), Basic Group Life Insurance, Short Term Disability, and more Educational Assistance – Tuition Reimbursement up to $5,250 Voluntary benefits including: Additional Life Insurance, Long Term Disability, Accident and Critical Illness coverage Health Savings Account (HSA) & Flexible Spending Account (FSA) options Equal Opportunity/Affirmative Action Employer An Equal Opportunity/Affirmative Action Employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. Applicants can learn more about their rights regarding equal opportunity in employment by viewing the federal “EEO is the Law” poster and the “EEO is the Law” poster supplement at Badger Meter complies with all aspects of the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local disability laws. This means that we will reasonably accommodate qualified employees with a disability if accommodation would allow them to perform the essential functions of their job, unless doing so would create an undue hardship. Privacy Statement The Employee and Applicant Privacy Statement describes how we collect, use, share, retain, and safeguard applicant information. Please see the privacy statement on our website here. #J-18808-Ljbffr Badger Meter